Date of Award
Doctor of Philosophy in Industrial/Organizational Psychology (PhD)
First Advisor/Committee Member
Joey A. Collins
Second Advisor/Committee Member
Lynette H. Bikos
Third Advisor/Committee Member
Robert E. Lewis
attrition, intent to stay, job satisfaction, organizational buy-in, strategy
This study examined the role of organizational buy-in, the acceptance and willingness to actively support and participate in the organizations plans, in the relationship between job satisfaction and intent to stay. Furthermore, this study proposed that job position would moderate the influence of organizational buy-in, as those in higher positions may be more invested in the organiation’s strategy. Two models were tested – a moderated moderation model, and a double moderated model. Support was found for the double moderated model. Organizational buy-in acted as a buffer between job satisfaction and intent to stay, such that those who have low job satisfaction but high organizational buy-in have a higher intent to stay than those with low job satisfaction and low organizational buy-in. Alternatively, position amplified the relationship between job satisfaction and intent to stay. When job satisfaction is low, those in higher job positions have a lower intent to stay than those in lower job positions. Implications and future research are discussed. This study bridges the gap between industrial organizational research and business strategy by examining how attitudes about the strategy influences the behavior of those charged with executing it. It combines one of the oldest relationships in HR management literature, job satisfaction and attrition risk, with one of the newest areas of research in organizational behavior literature, organizational strategy. Findings suggest that an employee’s buy-in to the organization’s mission and strategy influences their attrition risk and a strong strategy can be a competitive advantage for retaining talent.
Hsia, Serena, "The Role of Organizational Buy-in in Employee Retention" (2017). Industrial-Organizational Psychology Dissertations. 14.